Firing Squad: Resume Sieve's Michael Yinger


Matching is hot, but no one has cracked the SMB market. Enter The Sieve.


Yeah, we know, horrible name, but how's the tech, strategy, and team? COO and co-founder Michael Yinger, an industry veteran who's done time at PeopleScout and Randstad, thinks he's got some good answers. But listeners know Chad & Cheese will have the final word on this startup that's looking to face the Firing Squad unscathed. Does he come out alive?


Gotta listen to find out.


Firing Squad is brought to you by those crazy programmatic geniuses over at Pandologic. Get better results with a more targeted approach to attracting candidates? Check out Pandologic.com!


TRANSCRIPTION SPONSORED BY: Disability Solutions partners with our clients to build best-in-class inclusion programs and reach qualified, talented individuals with disabilities of every skill, education, and experience level.


INTRO (0s):

Like Shark Tank? Then you'll love Firing Squad! CHAD SOWASH & JOEL CHEESEMAN are here to put the recruiting industry's bravest, ballsiest, and baddest startups through the gauntlet to see if they got what it takes to make it out alive? Dig a fox hole and duck for cover kids the Chad and Cheese Podcast is taking it to a whole other level.


Joel (22s):

Oh yeah. Feeling fine and cherry wine, everybody! We're back on firing squad. It's been a while. Chad, as always this is the Chad and Cheese podcast. I'm your cohost Joel Cheeseman joined as always by Chad Sowash. And today we welcome Michael Jaeger CEO and co-founder of the Sieve. Michael, welcome to the show.


Michael (46s):

Thanks to be here. Looking forward to it.


Joel (48s):

All right. Before we get into the nitty gritty, give our listeners a little quick Twitter bio about you.


Michael (55s):

Sure. I've been in the talent acquisition space about 20 years. Technology implementation, client delivery, sales, product management, and pulled all those things together to help with the founding and running of the Sieve. That's what I've been doing for about the last 14 months now.


Joel (1m 13s):

And you hail from Charlotte, which is a beautiful city from what I understand,


Michael (1m 17s):

It is a beautiful city, lots of green. This year. We've had lots of rain, unlike other people who haven't had enough, but boy, it's hot and steamy out there. I spent two hours waiting in line outside of DMV this morning in the sun.


Joel (1m 31s):

That's only the beginning of your misery today my friend, cause you are on firing squad. Chad, tell him what he's won.


Chad (1m 37s):

Well Michael, you have two minutes to pitch Resume Says AKA the Sieve. At the end of two minutes, you're going to hear that bell then Joel and I will hit you with rapid fire Q and A. If your answers start rambling or you just get plain old, fucking boring, Joel is going to hit you with the crickets. And that is your signal to move along and tighten up your game. At the end of Q and A, you will receive either big applause. That's right kids prepare for a launch this baby is a penis shaped rocket ship! Golf clap, you're going to have to work on that second stage rocket cause this ain't going far, Michael, and last but not least the firing squad abort, abort, abort.


Chad (2m 27s):

You'd better find something else because this bitch ain't going to fly. That's it for firing squad. Are you ready?


Michael (2m 35s):

Boy, I'm ready!


Joel (2m 37s):

All right. Your two minutes starts right now.


Michael (2m 42s):

Okay. Resume Sieve. First product out the gate is the sieve. Our focus is to improve the productivity of the recruitment process. And we do that by using a proprietary algorithm and a little bit of artificial intelligence to break down the resume, put it into shape that it can be evaluated on a consistent basis by whoever's doing it. Meaning it's not just the recruiter these days who's looking at the resume. Sometimes small business owners. Sometimes it's the hiring manager. Sometimes it's HR. Our focus is on companies that are lagging behind in technology because they can't afford it, because they can't understand it. We made an easy to use platform that comes in and helps people go through the process of evaluating the folks that they're bringing in, evaluating the folks that they've got in their organization.


Michael (3m 31s):

And of course in today's job market, looking at people, they looked at in the past to see if they missed anything and want to go back to it. Substantial improvement of productivity as much as 70% reduction in time spent on reducing resumes. As much as 40% time spent reducing the time to fill for requisitions. We've been live for about three months. We've got companies in beta test, we've got some individual sign-ups continuing to run a free trial for people who want to just come in and see how it works. And we can be found at resumeseive.com. That's https://resumesieve.com/.


Joel (4m 14s):

Keith, my man threw in the HTTP.


Chad (4m 17s):

Oh my God, you just totally dated yourself man.


Joel (4m 20s):

Are you from the future. What the hell is that?


Michael (4m 24s):

You know, it gets people. They try to stick the www on the front of it. And my webmaster says, no, no, no. That gets them to the wrong place. I follow directions. Webmaster says, I say, okay.


Chad (4m 35s):

You need a new webmaster.


Joel (4m 36s):

Yeah, you need a new webmaster, first of all.


Chad (4m 39s):

All they need to do is redirect that shit.


Michael (4m 41s):

You know when you're a startup, you do what you can.


Joel (4m 45s):

All right. All right, Michael, the name dude. The Sieve? The Sieve? I literally had to look up. I didn't know what it meant. It was a, it's a cooking thing, right? It sifts the a flour. So it makes sense, metaphorically, I guess, for what you do, but you had to have some better names in the kitty, didn't you? Like, how did you land on the Sieve? Is that a pain in the ass for salespeople to call and try to explain, or spell that? Get me through the name first.


Michael (5m 14s):

Sure.


Chad (5m 14s):

And also sounds like something Joel got a shot for in college shots.


Joel (5m 18s):

Multiple shots. Yes.


Michael (5m 21s):

Naming is such an awesome experience. We've never been through an official naming process. This was dreamed up, the original application was built for an internal use. And three of my founders brought it out of the company that they were working in and, you know, they had named it and they had patented it, they had gotten the URL. We couldn't get the Sieve as a URL. So, you know, we're taking resumes, we're putting them through a filter. So, you know, it's a metaphor, it's a, it's a metaphor. It's where we're at. You know, that's it.


Joel (5m 53s):

What else is on the table? Like Booger and Bad Tire?


Michael (6m 1s):

Well, if you've ever tried to get a URL these days, it's really tough to get anything, even close to what it is that you want to do. And particularly our main focus is around the evaluation, ranking, resumes, really tough to find anything meaningful in that area. And so, you know, we came up with this metaphor of the Sieve and we ran with it.


Chad (6m 24s):

Michael, I'm going to give you a pass because you don't have really branding and marketing in your background. I look at your profile and I see years of experience in RPO and implementation, which to me means you're focused on helping companies solve a business problem. And you know, the difference between real solutions and vaporware. So I'm going to hold you to a much higher standard, my friend than most startups CEOs, because you have industry experience, business experience, and tech/integration experience, which most startups don't enjoy. So what real business problem are you trying to solve here?


Michael (7m 5s):

Sure. The real business problem we're trying to solve is to speed up the time it takes to evaluate resumes when you're in a resume evaluation environment, let's not confuse it with the other parts of tech that do some other things. Cause reality is only about 50% of the people are using an applicant tracking system or some other technology to evaluate the resumes. They're doing it the old fashioned way. They're printing them out and they're looking at the paper. And so that's the business problem that we're solving the primary business problem. There's some other use cases that I can go into, but the primary business problem is helping people who are still evaluating resumes by printing out the paper, or maybe looking at it on the screen, trying to figure out, does this person have Java?


Michael (7m 47s):

When's the last time they were a product project manager, whatever the case may be. What's their average tenure. What job are they in today? All the things that are spread all over a resume, because there's no standard format for a resume. We take all that heartache out of it and allow them to focus just on what's the criteria that you want in the person that you're going to hire. That's what we're at.


Chad (8m 8s):<